Role and industry
Accounts Receivable Specialist (including cash application) Recruiters for Fintech and payments
Financial Headhunters: Eliminate regulatory risk by hiring a specialist who knows how to map payment files and clear suspense accounts across your banking partner systems.
This is what we do all day: recruit accounting, finance, banking and insurance professionals.
No upfront fee. You pay only if you hire.
Need someone now? Call 954-280-9139.
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
- Controller
- CFO
- VP Finance
- FP&A Director
- Accounting Manager
- Director of Accounting
- Assistant Controller
- Tax Director
- Treasury Manager
- Internal Audit Director
- Senior Accountant
- Financial Analyst
- Head of Financial Reporting
- Commercial Lender
- Chief Credit Officer
- Business Systems Finance Lead
- No upfront fee
- Pay only if you hire
- Accounting, finance, banking and insurance
- We reach people who aren’t on job boards
- Replacement terms on standard searches
01
What does this hire really come down to?
Who performs bank control tasks when processing high volume transactions? How do you reconcile ledger gaps when transaction volume peaks? Who approves the adjustment for suspense accounts cleared daily?
Expect to monitor money transmitter compliance and safeguarding requirements as part of the daily workflow. They must reconcile internal ledger records against sponsor bank portals. Efficiency here protects the firm from regulatory audit risks.
We ask candidates these questions: How do you investigate a bank deposit that lacks a clear customer match? What is your process for flagging an anomalous transaction in a high-volume payment file? How do you maintain accuracy when reconciling across multiple banking partners?
Define the role's responsibilities by identifying whether the specialist manages a single bank account or coordinates multi-currency reconciliations across international partners. Ask the candidate to explain their process for identifying the root cause of a specific payment file import failure. Request a walkthrough of their method for maintaining compliance logs during high-volume periods. Ask how they coordinate with management when a reconciliation break remains unresolved after forty-eight hours. Determine if they have prior experience using automated ERP modules versus performing manual ledger adjustments. Question them on the regulatory implications of a missing bank deposit within a money transmitter framework. Ask how they reconcile discrepancies when BAI2 or SWIFT message formats contain data errors. Assess their ability to manage documentation quality versus processing speed during end-of-month windows. Ask them to describe the specific bank control protocols they have previously used and the consequences of bypassing these systems. Testing their understanding of these specific controls prevents significant reconciliation errors.
02
What do we check before you see anyone?
We verify their experience with specific fintech banking controls rather than general corporate accounting. We confirm they have managed high-volume payment files, not just small-batch invoices. We check for direct exposure to sponsor bank reconciliation processes. We validate their understanding of money transmitter licensing implications on daily cash handling. We look for technical proficiency with ERP payment modules. We verify their history of resolving complex dispute items within specified aging cycles.
We begin by mapping the exact transaction volume against your current ERP reconciliation lag. You must choose between speed and documentation depth. A candidate who closes records in two hours might skip the audit log updates, while one who spends four hours will create bulletproof records but risk backlog. We verify this during a conversation about your specific bank feed errors. We ask how they handle a BAI2 file mismatch when the bank balance and ledger balance differ by small amounts. If they prioritize clearing the balance over finding the transaction source, they are not for you. We check if they have manually fixed ledger breaks in a live environment or only used software automation. If they have only used automated tools, they lack the diagnostic skill to fix errors when the software breaks. We ask them to walk through a specific bank reconciliation break they failed to solve in under a day. We need to hear them identify exactly where they lacked information and how they communicated that to their manager. We also press for evidence on how they handle customer payment discrepancies in a regulated environment where every dollar must be accounted for within specific timelines. If they cannot explain the difference between a clearing account and a suspense account in your context, they require too much training. We trade hiring someone who knows your exact software for someone who understands your exact reconciliation math. We verify their ability to handle the tension of finding a missing payment versus the pressure of finishing the daily cash application cycle before the bank cutoff time.
03
Where do we find them?
We source candidates from established payment processors, digital banking firms, and high-growth fintech startups. They often seek a change when their current platform lacks the rigor of proper sponsor bank oversight. Others move when manual processes stifle their ability to scale reconciliation tasks. We avoid candidates from industries that do not require bank-grade audit trails.
04
Which hiring mistakes should you watch for?
- 01Hiring generalist bookkeepers who lack specific experience with high-volume digital payment file mapping.
- 02Overlooking the need for candidates who understand bank-grade compliance documentation for payment reconciliations.
- 03Assuming that proficiency in basic accounting software translates to managing complex multi-bank treasury workflows.
05
The search in three steps
- 01Define the exact volume and complexity of payment files requiring daily reconciliation.
- 02Screen candidate history against the specific banking partner setups and internal ledger structures required.
- 03Submit qualified candidates for final interview to assess cultural fit with your current control environment.
06
Which related hiring decisions are worth comparing?
How your Accounts Receivable Specialist (including cash application) search runs
From the opening to the start
Tell us who you need
Tell us about the job, your team and the experience you need.
We find and contact people
We research suitable people and speak with them about the job and their interest.
You meet the strongest candidates
We introduce candidates with relevant experience and explain why each could fit.
We help you complete the hire
We help with interview feedback, the offer and arrangements for the start.
Questions people ask
Do I owe money before you find someone to map my complex payment files?
No upfront fee. You pay only if you hire.
How do you define the authority for this level?
This specialist manages operational tasks but escalates unresolved reconciliation breaks to the accounting manager. They lack authority to alter treasury workflows or bypass bank control protocols.
Are these candidates familiar with audit requirements?
Yes, we prioritize candidates who have successfully supported external audits in regulated environments. They know how to maintain documentation for money transmitter and sponsor bank reviews.
Do you manage the contract workers?
No upfront fee. You pay only if you hire.
When will we meet candidates?
Timing depends on the requirements, location and pay. We discuss the likely obstacles after learning about the job and keep you informed as the search progresses.
How do you handle counteroffers?
We discuss why candidates want to move and what might make them stay. If a counteroffer comes up, we help both sides work through the decision without making promises for either party.
What is your guarantee?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
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No upfront fee. You pay only if you hire.
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
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